Capp’s five-step approach to strengths-based recruitment

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November 2012
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Attraction and Assessment: What’s the Missing Link?

Posted by: Jamie Betts & Celine Jacques

 

In the first of four blog posts this week that preview Strengths Selector, Capp’s five-step approach to strengths-based recruitment, Jamie Betts and Celine Jacques look at Strengths Attraction, the first step in the candidate funnel.

 

Expectations. They matter – and as anyone who has lost a new starter due to mismatched expectations will tell you, there is a genuine business cost associated with not meeting them.

 

It’s interesting, then, that many organisations don’t link their attraction and assessment strategies. This applies even in cases where organisations use a sophisticated and integrated direct hiring model (e.g., for graduate or volume campaigns).

 

In addition, for experienced hires, many organisations effectively outsource their attraction message to recruitment agencies. This will be the case for any organisation that has at least a partial reliance on agencies for their experienced hire recruitment.

 

This is perhaps unintended cause-and-effect. Organisations are not intentionally failing to link attraction and assessment, it’s just that the advertising agencies who develop the attraction message rarely link this to the requirements and realities of the job itself.

 

Further to this, recruitment agencies who engage with experienced hires on LinkedIn, and advertise on job boards, have their own message to ‘hook’ candidates. This means you lose control, and any attempt to effectively link attraction and assessment would be lost too.

 

When it comes to attracting the best possible talent, this matters. Even organisations with a robust direct hiring model, who are firmly in control of their employer brand and external positioning, only rarely link this message to the behaviours, or strengths, which will drive success in the role.

 

This is the missing link between attraction and assessment – an attraction strategy informed not only by your employer brand, but a message which is more likely to speak to those who will genuinely excel at the job.

 

Linking attraction with assessment is a logical step forward. Think of it as a head start in your screening process – and an opportunity to define a truly differential message to the marketplace. This is what the Strengths Attraction step of Strengths Selector is designed to do.

 

Find out more about Strengths Selector, Capp’s five-step approach to strengths-based recruitment, here.

 

Jamie Betts is a Principal Consultant, and Celine Jacques is a Managing Psychologist, both at Capp.

 

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